Job Evaluation is a systematic way of determining the relative worth of a job and its position in a particular pay grade in the organisation. The purpose of having a Job Evaluation System is to provide effective compensation based on internal and external equity. Effective compensation stimulates job satisfaction, higher motivation and increased performance by employees.
Jobs differ and hence their weight. Job holders are aware of the differences and they expect fair compensation for their contribution. To be effective, compensation should be based on fair job evaluation. Read more on how to obtain fair compensation:
How to Obtain Fair Compensation
Without having a tool, the organisation cannot provide fair compensation. Fair compensation can be obtained only if the solution is systemic and built upon:
If you are not sure whether you need a Job Evaluation System, check the infographic for more.
The MCC Job Evaluation Method
Our MCC Job Evaluation Method is a factor-point method which integrates job analysis, job design, job evaluation, pay grading and base salary compensation.
While it preserves the core philosophy and approach of the leading factor-point methods, during the last 20 years we have enriched and upgraded the system to a quality level that delivers higher added value to clients.
Jobs are expressed and evaluated in terms of key factors. Points are assigned to each factor after determining its relevance and importance.
Then the points are summed up to determine the pay grade for each particular job. Jobs with similar point totals are placed in similar pay grades and bands.
The MCC Job Evaluation Method has a few distinctive competitive advantages such as high sensitivity while evaluating different jobs (e.g. executive vs. non-executive), factoring based on clients’ specifics, and applied total quality management.